What are the best ways to use feedback to identify high-potential employees?

To identify high-potential employees through feedback: 1.Regular Performance Reviews: Conduct regular performance reviews to gather feedback on skills, achievements, and potential for growth. 2. 360-Degree Feedback: Gather input from peers, subordinates, and supervisors to gain a comprehensive view of an employee's performance. 3.Goal Achievement: Assess employees who consistently meet or exceed goals, showing a strong commitment to success. 4.Initiative and Innovation: Identify those who show initiative, problem-solving skills, and a willingness to innovate. 5.Leadership Qualities 6.Learning Agility 7.Career Development Aspirations 8.Consistent Improvement

I agree with the above, in addition to the fact that employees who exhibit high potential are employees who apply learning to their tasks & performance. They don’t just keep it as head knowledge, they intentionally work the process.

Don't discount the value of "cultural fit" when identifying high-potential employees. An up-and-coming employee who drives passion in others about your company's mission, vision, or charitable endeavors is workplace gold! Soft skills, such as interpersonal abilities, are just as important as education and expertise. Lastly, it is crucial to have employees who are adaptable and open to change, whether it is voluntary or involuntary. This is a necessary trait for any high-potential employee or leader.

Define your "high-potential" criteria: What qualities and skills make someone a future leader in your company? Articulate these clearly to guide your feedback and evaluation.

One thing I've found helpful when identifying high potential is to focus beyond current performance. Look for adaptability, willingness to learn, and potential for strategic thinking – folks who can climb the mountain, not just reach the next base camp.

In addition to recognizing & developing high-potential employees through regular & specific feedback, it's crucial to foster a culture of open communication. Encouraging employees to share their perspectives and insights on their own growth can provide valuable information. It creates a two-way dialogue where employees feel empowered to discuss their career aspirations & any challenges they may be facing. Incorporating self assessment into the feedback process allows employees to reflect on their performance, set goals, & align their professional development with organizational objectives. This not only enhances their sense of ownership but also enables managers to gain deeper insights into their employees' ambitions and tailor feedback.

Make feedback a two-way street: Encourage open communication and self-reflection. When employees actively participate in their development, they become more invested in their own growth. Go beyond performance: Look for potential beyond current roles. Does someone consistently learn new skills, take initiative, or demonstrate strong problem-solving abilities? These are indicators of future success.

One thing I have found invaluable for identifying high-potential talent is regular, specific feedback. It shines a light on their strengths, fosters growth, and shows them you're invested in their journey. Think targeted praise, suggestions for improvement, and tailored development opportunities. It's like a roadmap for them to reach their full potential.

Soliciting feedback from multiple sources is the most effective way to identify high-potential employees. This approach offers a well-rounded perspective on an employee's performance, skills, and potential. Feedback from different levels within the organisation, including peers, managers, and subordinates, provides diverse insights. It helps in recognising those who excel not just in their tasks but also in areas like leadership, teamwork, and adaptability. This comprehensive feedback is crucial in accurately identifying high-potential individuals who can thrive in various roles and contribute significantly to the organisation's growth.

Embrace the 360° view: Don't just rely on your own observations. Gather feedback from peers, clients, and even the employees themselves. This holistic perspective reveals hidden gems.

One thing I have found really helpful for spotting high-potential employees is gathering 360-degree feedback. Peers, customers, even stakeholders with different perspectives paint a richer picture, revealing strengths, blind spots, and potential you might miss alone.

Focus on actionable insights: Don't just point out flaws. Provide specific, constructive feedback that helps employees improve and develop their strengths. Follow up and measure: Regularly check in on progress and track the impact of your feedback. This shows employees you're invested in their success and helps you refine your approach.

One thing I have found that really helps: don't just give feedback; track its impact! Regularly check in, measure progress, and celebrate achievements. This fuels your high-potentials' growth and ensures your feedback truly matters.